Ongoing Updates

Key Information

This webpage is designed to provide updates about the University's contract negotiations with its faculty union, the EMU-AAUP (American Association of University Professors). The current contract expires August 31. Negotiations have been underway since July 15.

An important note: classes for students begin Monday, August 29 and will take place as scheduled.

On August 17, the University requested the participation of a mediator due to a breakdown in negotiations. Mediation has been taking place since that time.

Please scroll down this page to find information on several items:

  • EMU-AAUP claims and the administration's responses
  • Q&A on the negotiations
  • Q&A background on the University's budget

Further updates will be posted on this page as events warrant and new information is available.

Negotiation Team

  • James Carroll, Ph.D. – Associate Provost and VP for Administration, and Professor of Physics
  • Karen Ann Craig, Ph.D. – Academic Contract Administrator for Academic Human Resources, and Associate Professor of Finance
  • James Greene (Chief Negotiator)Dykema Gossett PLLC
  • Todd Ohmer – Executive Director, Financial Planning and Budgets
  • Kathleen Stacey, Ph.D. – Assistant Vice President for Academic Affairs (I), and Professor of Communication

An assessment of recently published EMU-AAUP claims

In recent fliers, news releases and news media interviews by the EMU-AAUP's bargaining team, a series of inaccurate claims have been made by the union about the negotiations and issues that are being discussed. The following information provides additional perspective and detail about the union's posted claims and the administration's response.

AAUP claim No. 1

AAUP negotiating team attempted to begin good faith bargaining in May! However, the administration delayed meeting until July and came to the table only after we filed an unfair labor complaint.

Reality

The University was prepared to meet anytime with the AAUP in person and had mutually agreed that May 24 was the first date to bargain. EMU-AAUP would not agree to in-person negotiations and only wanted to meet remotely. 

In order to effectively work across the table in negotiations, the administration believed in-person negotiations provided the positive working environment necessary for both teams to bargain effectively.

The AAUP eventually agreed to meet in person, but only after the University filed an unfair labor complaint.  

Since the first bargaining session on July 15, the parties have met on July 21, July 25, July 28, August 2, August 4, August 11, August 15, August 17, August 22, August 23, August 24, and August 25. Further, the University has offered to meet every day through the end of August.

AAUP claim No. 2

The administration proposed an increase in our healthcare premiums of more than 25% and a decrease in coverage.

Reality

The University has proposed no changes to the plan networks, the doctors in the plans, and the services covered by the plans. The current health care options (PPO, High Deductible Health Plan, and HMO) are still available to all faculty.  

The health care options proposed by the University are identical to those in place across the University’s other bargaining units and non-bargained employees. 

The University has proposed changes to the amounts that employees share in the cost of health care in amounts similar to other employees and comparable to other institutions.

AAUP claim No. 3

The administration’s salary-increase proposal was so small that, with increased insurance costs and inflation, it is effectively zero. Faculty did not receive any salary increase in the last contract extension.

Reality

Last year, the AAUP agreed to a contract extension in which they bargained for $1,840 per member (2% of the average faculty salary). This payout was consistent with EMU’s peer universities, as can be found in this document [PDF]. It also is clear in reviewing the document, which provides salaries dating back to 2018, that the EMU AAUP salary changes over the last several years are similar or better than at peer universities. 

The University’s initial proposal this year called for a 2% annual increase over five years, which is consistent with the salary adjustments at peer universities (see link above).

The University has reached agreements with other employee groups that provide pay raises similar to those proposed to the AAUP, including those agreements approved at the August 24, 2022, Special Meeting of the Board of Regents.

AAUP claim No. 4

EMU wants us to pay almost $300 for parking to cover costs for the ill-advised privatization of parking that faculty strenuously argued against.

Reality

EMU students and staff have long paid for parking on campus. Paid parking for these groups was in place well before the University entered into a public-private partnership. Faculty have resisted efforts to pay for parking like every student and employee. The rates proposed for faculty are no different than for other employees, and the administration believes it is time for this disparity to end. 

AAUP claim No. 5

Over the past five years, EMU has slashed the instructional budget by over $11 million while administrative budgets have remained static or even increased.

Reality

Administrative budgets do not change in the same manner as instructional budgets. The largest number of administrators at EMU is in Academic Affairs. Compared to five years ago, there are still the same number of colleges and the same number of academic departments, hence the administrative budget in Academic Affairs has not changed much over this time period.  

The instructional budget has been impacted by the significant decline in students and the retirement of approximately 200 faculty. Some departments are down almost 33% in student credit hours over this five-year period.

AAUP claim No. 6

The Faculty’s negotiating team has presented all proposals in good faith and made clear our desire to negotiate. In response, the administration demanded we accept their proposals and stormed away from the table. 

Reality

EMU remains committed to working in good faith with EMU-AAUP. No such histrionics, such as “stormed away from the table,” have occurred. Conduct has remained professional on both sides of the table. 

The EMU-AAUP’s wage demands are excessive. Their demands for a 9% increase in year one and 4.5% increase in subsequent years far exceed the wage settlements the University has reached with other employee groups and those at our peer universities.

The University offered a 2% wage increase to Faculty which is what the Faculty at the University of Toledo agreed to this week.

As stewards of tuition and taxpayer funds, we must balance fair wage increases with the growing financial needs of students.

The University prioritizes supporting students by keeping costs as manageable as possible while supporting our excellent faculty and providing the foundation to attract new faculty and retain current faculty.

AAUP claim No. 7

Contract negotiations have stalled and are going to mediation. Our contract ends August 31, 2022.

Reality

The University did in fact request mediation in an effort to jump-start the negotiations. These are difficult and challenging circumstances, but we remain hopeful we will find a way forward that leads to a settlement.

The University prioritizes supporting students by keeping costs as manageable as possible while supporting our excellent faculty and providing the foundation to attract new faculty and retain current faculty.

You can find the most up-to-date information at emich.edu/contract-negotiations

AAUP claim No. 8

Faculty quietly and respectfully entered the (University) building with signs and stood outside the union’s caucus room. The administration then called the campus police on us. 

Reality

The picketing the union is referring to occurred within campus buildings.

The University has always respected the rights of employees and other groups to peacefully picket. However, the group did not follow established university procedures for picketing inside a university building, and generally, the University does not allow gatherings inside academic buildings where such a gathering is incompatible with the building’s use and could be disruptive.

AAUP claim No. 9

EMU faculty wages are among the lowest in the MAC. Since 2018, they have not even kept pace with inflation. 

Reality

EMU’s faculty compensation is fourth highest out of 12 universities in the MAC, and first amongst our peer MAC universities. 

AAUP claim No. 10

EMU Administration has slashed the Instructional Budget by $11 million since 2017, but increased their own budget by $2 million. The number of faculty members has decreased by approximately 25% in the past five years.

Reality

Since 2017, student credit hours decreased by 28% resulting in fewer classes and a reduction in instructional expenses of 13.8%. During this time there have been two voluntary retirement programs, resulting in a significant reduction of faculty. In Fall 2017, there were 679 faculty members and as of August 1, 2022, there were 515 faculty members. 

It is unclear which budget the EMU-AAUP is referencing. What we do know is that institutional expenses, which include expenses for central, executive level activities concerned with management and long-range planning for the entire institution, have declined by 20.2% since 2017.

AAUP claim No. 11

The administration is demanding cuts to the health care budget for faculty, while raising their own salaries.

Reality

The administration has asked the faculty to share in health care costs, similar to other bargaining units and administrators, and has offered an increase to faculty base salary that more than covers, and in some cases far exceeds any increase in health care premiums. The University’s investment in total faculty compensation far exceeds any savings in health care costs. The statement with regard to administrative salaries is not accurate -- the University has not yet announced any changes in administrative compensation.

FAQ

  • When did the negotiations begin?

    Expand dropdown

    The University was prepared to meet anytime with the AAUP in person and had mutually agreed that May 24 was the first date to bargain.  EMU-AAUP would not agree to in-person negotiations and only wanted to meet remotely.

    In order to effectively work across the table in negotiations, the administration believed in-person negotiations provided the positive working environment necessary for both teams to bargain effectively.  

    The AAUP eventually agreed to meet in person, but only after the University filed an unfair labor complaint. As a result, the first bargaining session took place on July 15.

  • How many meetings have been held?

    Expand dropdown
    Since the first bargaining session on July 15, the parties have met on July 21, July 25, July 28, August 2, August 4, August 11, August 15, August 17, August 22, August 23, August 24 and August 25. Further, the University has offered to meet every day through the end of August.
  • Have the parties reached any agreements to date?

    Expand dropdown
    To date, many agreements have been reached.  The parties continue to work on a number of outstanding issues including wages, health care, parking and contract duration.
  • When does the contract expire?

    Expand dropdown
    The contract expires on August 31, 2022.
  • Will classes be held if the University does not reach an agreement by 8/31/2022?

    Expand dropdown
    Yes.  Classes will begin as scheduled on Monday, August 29, 2022. The University will continue to conduct classes and work with AAUP on negotiating an agreement by the first practical date.  
  • Will any wage increases be retroactive if an agreement is not reached by 8/31/2022?

    Expand dropdown
    No.  Michigan law provides that, upon expiration of a collective bargaining agreement, and until a successor contract is in place, a public employer shall pay and provide wages and benefits at levels and amounts that are no greater than those in effect on the expiration date of the collective bargaining agreement.
  • What happens if an agreement is not reached by 12/31/2022?

    Expand dropdown
    EMU’s benefit plans are adjusted every January.  Michigan law requires that employees who receive health, dental, vision, prescription, or other insurance benefits under a collective bargaining agreement shall bear any increased cost of maintaining those benefits that occurs after the contract expiration date.  
  • Who are the university’s peer institutions?

    Expand dropdown
    In previous contract negotiations EMU and the EMU-AAUP agreed upon the following peer institutions:  University of Akron, Ball State University, Central Michigan University, Grand Valley State University, Kent State University, the University of Toledo, and Western Michigan University.
  • What are the principle issues separating the parties?

    Expand dropdown

    Wages, health care, parking and duration  

    Positions on Wages as of August 23, 2022

     

    EMU

    AAUP

    Year 1

    2%

    9% or $9,000 (whichever is greater)

    Year 2

    2%

    4.5% or $5,000 (whichever is greater)

    Year 3

    2%

    4.5% or $5,000 (whichever is greater)

    Year 4

    2%

    Wage Reopener

    Year 5

    2%

    Not Proposed

    Health Care

    EMU has proposed modifying the design of its health care programs to bring the programs current and in line with other university employee groups and peer institutions.  AAUP has proposed no changes to health care plans or health care premiums over the life of the contract.

    Parking

    Students and other employees pay for parking permits. EMU has proposed that the faculty start paying for a parking permit. Currently, faculty pay $0. 

    Duration

    EMU has proposed a 5-year contract duration and AAUP proposed a 4-year contract duration.

  • Does faculty compensation lag behind EMU’s peer institutions? 

    Expand dropdown

    No. Compensation includes both salary and benefits.  A comparison of the peer institutions shows that EMU’s compensation ranks highest amongst our peer institutions.  See the chart below.

    Salary information shown in the chart was provided by the AAUP during negotiations.  The medical benefits have been added by the University to provide a total compensation picture.  All of the data provided by both sides is obtained from the same 2021 – 2022 AAUP Faculty Compensation Survey.

    Total Compensation Comparison [PDF]

  • Are the parties at an impasse?

    Expand dropdown
    Currently the parties are working with a mediator to help resolve the outstanding issues.
  • What is mediation?

    Expand dropdown
    Mediation is a non-binding process in which a neutral third party, assigned by the Michigan Employment Relations Commission, assists the parties in reaching an agreement.  In effect, it is an extension of the bargaining process with the addition of a disinterested third party.
  • Which party requested mediation and why?

    Expand dropdown
    EMU requested mediation to seek the assistance of an impartial third party in resolving the outstanding issues.
  • Can a mediator impose a settlement?

    Expand dropdown
    No.  Mediators make suggestions and help the parties find common ground.  Mediators have no authority to impose a settlement on disputed issues.
  • Have the negotiations been acrimonious? 

    Expand dropdown
    No, the parties continue to work together.